For much of the ongoing COVID-19 pandemic, many California employees have utilized leave entitlements through federal, state, and local paid sick leave statutes and ordinances.  As of December 31, 2020, however, the federal Families First Coronavirus Response Act (“FFCRA”), California’s COVID-19 supplemental paid sick leave (“CSPSL”) — and many local supplemental paid sick leaves (“LSPSL”) — have expired.  With coronavirus cases still surging nationwide and no additional guidance on the new exclusion pay requirements under the Division of Occupational Safety and Health’s (“Cal/OSHA”) COVID-19 emergency temporary standards (“ETS”), California employers are left wondering what paid leave laws may apply to their employees in 2021.
Continue Reading What the Expiration of COVID-19 Paid Leave Laws Means for California Employers

On January 1, 2021, various new and amended employment laws will go into effect in California. Below is a summary of some of these laws that employers should make themselves aware of heading into the new year.  All laws discussed in this post go into effect on January 1, 2021, unless otherwise noted.
Continue Reading New Employment Laws to Look Out for in 2021

The summer season is normally a time the children are off to summer camps, enrichment programs, or summer school sessions.  This year, however, employees are finding themselves without available childcare in the wake of continued widespread COVID-19-related closures.  As state and local governments vacillate between easing and increasing restrictions, normal summer programs may be unavailable, or if open, may be operating at significantly reduced capacities.
Continue Reading DOL Issues Guidance on FFCRA and Summer School/Camp Closures

Los Angeles County enacted an ordinance requiring employers with 500 or more employees nationally and that are not otherwise covered by the federal Families First Coronavirus Response Act and Governor Newsom’s Executive Order N-51-20 to provide employees with supplemental paid sick leave for COVID-19 related reasons.  The City of Los Angeles previously passed a similar ordinance, but the County ordinance expands the coverage for supplemental paid sick leave to employees outside the City’s geographic boundaries.
Continue Reading Los Angeles County Enacts Supplemental Paid Sick Leave Ordinance Effective Immediately

On March 18, 2020, shortly after it was passed in the Senate by a vote of 90-8, President Trump signed H.R. 6201, the Families First Coronavirus Act (the “Act”) into law.

There are two paid leave provisions of the Act that employers with fewer than 500 employees should be aware of: (1) the Emergency Family and Medical Leave Expansion Act; and (2) the Emergency Paid Sick Leave Act.  The Act also provides, among other things, $1 billion in grants to states for emergency unemployment insurance and refundable tax credits for employers providing paid emergency sick leave or paid FMLA.  Further, for those who have been closely following the trajectory of this bill, it is worth noting that there are key differences as highlighted below between the original version of the bill passed by the House on March 14 and the final law, which are the result of several “corrections” that the House made to the bill on March 16 before sending it to the Senate.
Continue Reading What Employers Need to Know About the Newly-Enacted Families First Coronavirus Act

On March 14, 2020, the House of Representatives voted 363-40 to pass H.R. 6201: Families First Coronavirus Response Act—a relief package that, among other things, contains several provisions affecting employers.  The Senate has not yet scheduled a time to vote on the bill, although it is expected that a vote will occur this week.
Continue Reading What Employers Need to Know About H.R. 6201: The Families First Coronavirus Response Act

On February 17, 2017, D.C. passed the Universal Paid Leave Amendment Act of 2016.  Beginning July 1, 2020, the law provides the following government-administered paid leave to D.C. employees:

  • Up to 8 weeks per year to bond with a new child.
  • Up to 6 weeks per year to care for a family member with a serious health condition.
  • Up to 2 weeks per year to care for the employee’s own serious health condition.

As the regulations continue to be finalized, several employer obligations have already started.  All D.C. employers should immediately ensure that they are in full compliance with this new law.
Continue Reading D.C. Paid Leave is Coming: Are you Ready?

As we previously reported, New York State adopted the New York Paid Family Leave Law (“Paid Leave Law”) back in April 2016. The Paid Leave Law, which requires employers in New York State to provide up to 12 weeks of paid leave benefits to employees, becomes effective beginning on January 1, 2018. With the effective date fast approaching, this article will provide an overview of key aspects of the Paid Leave Law in order to help employers as they attempt to comply with the new requirements of the Law.
Continue Reading Update: New York Paid Family Leave Law Becomes Effective on January 1, 2018

Earlier this month, New York City Mayor Bill de Blasio signed the “Earned Safe and Sick Time Act” into law. The new law, which will take effect on May 5, 2018, expands the purposes for which employees may use sick leave, broadens the definition of covered family members, and imposes new notice and recordkeeping requirements on employers. The law does not increase the total amount of leave employees are entitled to under the city’s existing sick leave ordinance.
Continue Reading New York Mayor Expands Paid Sick Leave Law: Employers Required to Provide Paid ‘Safe Leave’ for Abuse Victims

Just days after Cook County passed its Paid Sick Leave Ordinance on October 5, 2016, several Cook County suburbs began the process of opting out of the law.  So far, four have successfully done so.  On November 15, 2016, Barrington was the first to pass its own municipal ordinance opting out of Cook County’s Ordinance, which requires all employers in Cook County to allow eligible employees to accrue up to 40 hours of paid sick leave each year.  Oak Forest, Rosemont, and Bedford Park passed their own opt-out ordinances on December 13, December 15, 2016, and January 12, 2017, respectively.
Continue Reading The Continued Uncertainty of Paid Sick Leave Laws